Getting Top Talent to Go With YOUR Offer

When you’re trying to lock down a deal with an exceptionally gifted candidate, it is important to understand the offer from their perspective. Are they getting everything that they want out of this deal?

How easy would it be for a competitor to lure them away with a counter offer now, or even a year down the line? When looking to secure talent in a definite and lasting way, one of the most effective strategies that you can employ is personalizing the deal.

When you’re getting to know the candidate during the interview, try to get a good understanding of who they are and where they want to take their career. In the article “How to Out-Compete Rivals for the Best Talent”, Rob Reeves says that the trick is to learn what makes candidates tick and then craft a benefits package or incentive program around the fulfillment of those desires. If the candidate that you want is passionate about completing their doctorate or masters on the side, giving them the leeway to do so will give you more loyalty and gratitude from them than a 15 percent starting bonus ever could.

It might seem like a lot of effort (and it is in some cases), but this level of personalization is necessary if you want your offer to be competitive.

If you want to compete for top candidates, you need to find you organizational purpose, tell your story, and make a offer candidates can't refuse. #HR #RPO #recruitmentmarketing #employerbrand https://t.co/exjMSwxPK7

Today’s younger workers are less concerned with money and more focused on gaining skills and having meaningful early employment experiences. 6 Ways to Recruit and Hire the Best Candidates for Summer Jobs https://t.co/JyGoywWknw